Diversity and Female Leaders August 2015

Table of Content Why diversity matters Diversity in Telenor Our conclusion What have we done Initiatives Ambitions 2

Diversity matters because it is good for business Numerous studies show that diversity, and more specifically gender diversity, has substantial impact on organizational performance – which makes it important for us to increase our efforts in this area *Companies in the top quartile in gender diversity were 15% more likely to have financial returns above their national industry mean than their peers SOURCE: McKinsey; Diversity Matters Win the war for talent Diversity helps to … Improve the quality of decision making Increase customer insight Motivate employees and increase satisfaction Improve a company’s global image and relevance Likelihood of above-median financial performance, by diversity quartile* Gender Diversity

Diversity is about ethnical background, gender and competence in Telenor Target of 25% Female Executives to 2016 Study during 2014 with the purpose is to get an insight about the Female Leaders in Telenor Input to the study came from: – external research – facts and figures in Telenor – surveys – interviews with more than 50 Telenor managers representing all regions and several disciplines There are two main reasons why the numbers look like they do: – Lack of focus – The role of women in the families and in the society where we operate Other factors that influence the numbers were; company culture, sponsorship, mobility, talent pipeline, the industry and education

In Telenor we have to look at diversity from a global perspective 5 CountryEmployees* Norway6209 Sweden2083 Denmark2022 Hungary1169 Bulgaria2020 Serbia1403 Montenegro317 Thailand4717 Malaysia2133 Bangladesh4722 Pakistan4641 India3318 Myanmar367 * Total – per

The number of female leaders vary from level to level in the organisation 6 35% of the total workforce are females

Group Executive Managment (GEM), concluded; 7 «We believe there is a business opportunity for us to become more gender diversified as a company and to make diversity a competitive advantage”

Increased awareness, knowledge and accountability Four new female CXO’s appointed before summer Grameenphone has launched the first Women Professionals Network in Bangladesh Pakistan has set a target for recruitments of 60% women Sweden has set a target of 30% female managers in their reorganization Digi in Malaysia has met the Prime Minister about female board representation Uninor in India has started a cultural journey for increased awareness Development programs –Student Woman Leadership Program (WLP - 25 top performing Norwegian students) –Trainee program (50% females) –Participants in NHOs Female Future and McK ”Women up Program” –Set target of 40% females in our Academy Leadership Programmes What have we done so far 8

Group Units A journey towards increased mobility, diversity and multicultural teams 9 *Representing 26 different nationalities *28 on virtual contracts working from a BU for Group Units

In Telenor we are commited to a set of initiatives to drive diversity 10 Establish commitment from the top Support to Business Units with effective diversity roadmaps Develop Employer Brand and Communication plan around diversity Establish an effective and sustainable female network and platform Improve HR processes and policy to support diversity

The ambition for 2020 is set; 30% women in senior executive positions world wide 11